ࡱ> PRO bjbjΚΚ q8T PPPPP$tttPTtP-L,,:ffffff,,,,,,,,.N1,Pfffff,PPff -fvPfPf,f,(X,^;D,<, -0P-W,<11x,P, fff,,fffP-1fffffffff :    * INTERPRETATION - "Department" means College/School/Department/Centre/Unit as relevant. INTRODUCTION Bullying and intimidation in the workplace is usually recognised as either: Systematic and repeated aggressive behaviour (verbal, physical or psychological) carried out against a person or persons, Systematic social exclusion, non-co-operation or non-communication, or Where aggression, cruelty, intimidation, humiliation or misuse of position and power is used to dominate relationships within an organisation. Where it does occur, management, supervisors, individual workers/students, groups of work colleagues/students or relatives of students generally conduct it against the victim(s). NOTE: Isolated incidents of aggressive behaviour or conflicts, while not acceptable, should not be regarded as bullying. Everyone can have a bad day. OBVIOUS bullying and intimidation can include: Frequently shouting at staff in public and/or private. Sudden rages, (often over trivial matters), which form persistent behaviour. Personal insults and name-calling. Public humiliation. Flags and emblems that cause offence. LESS OBVIOUS bullying and intimidation can include: Frequently setting impossible deadlines or tasks. Removing areas of responsibility without agreement or reason. Persistent and unfair criticism. Setting menial tasks. Constantly changing work guidelines. Ignoring or excluding an individual (social or work related isolation). Talking only through a third party. Turning down or cancelling leave for no discernible reason. Blocking a persons promotion for no good reason or threatening to do so. Manipulation of someones reputation. Ridiculing of persons to others. The use of songs or laughter as a form of ridicule. HAZARDS Persons subjected to bullying may be effected in some or all of the following ways: Loss of self-confidence and self-esteem. Severe anxiety. Increased stress and stress related illnesses. (See Section 18.14 Occupational Stress also.) Sleeplessness. Behavioural effects (drinking, smoking etc). Cognitive effects (causing mistakes, having accidents). The most hazardous effects that may continue are depression, fear and anxiety which can (and have) led to suicide. Bullying like stress affects the well being of the organisation in a detrimental way. Personnel working in an environment of fear and intimidation become resentful and do not perform at their best. Overall bullying in the workplace affects the organisation by: Reducing efficiency and productivity. Increasing absenteeism, ill health, accidents and dangerous occurrences. Reducing staff motivation. Deterioration in staff relations. RISKS The risks associated with the aforementioned hazards are to be assessed by the Department (using the appropriate input from the Human Resources Department where necessary). These assessments shall be carried out using: The Duty of Respect and Right to Dignity Policy. 18.17.4 ARRANGEMENTS AND CONTROLS REQUIRED These hazards and risks will be minimised by the following arrangements and controls: The department should identify areas where bullying behaviour has been or may be a problem. The department should ascertain vulnerable groups i.e. those perceived as targets for bullying by being different in some way e.g. Gender or sexual orientation. Race, ethnic origin or physical appearance. Religious or political beliefs. Low status or lack of education. Disability or sensory impairment. Shyness or conversely employees who resist harassment and suffer victimisation. Implement the ҹ޸þÒs harassment/bullying policy, (contact the Department of Human Resources for details). Implement required sanctions against those who were found to be in breach of the anti-bullying policy. Ensure correct procedures are in place and followed by victims who feel they have been bullied. These should include protection and assistance measures, as well as records being kept of such incidents. Ensure staff are familiar with the various forms of bullying - e.g. ridicule, harassment, implied threats, sexual concern, repeated verbal criticism, sustained exclusion from social activities, intrusive behaviour, given unreasonable tasks and deadlines etc.. Ensure that anti-bullying and harassment notices are available, read and displayed in public areas. 18.17.5 ARRANGEMENTS AND CONTROLS The details of the Arrangements and Controls in place and those required in the short, medium and long term, shall be set out by the Department in the forms provided in Document No.4 i.e. Departmental Safety Action Plan (D.S.A.P.). These Arrangements and Controls shall be reviewed and updated on a yearly basis. 18.17.6 RESPONSIBILITIES The following personnel are responsible in the Department/Office/Area for ensuring the implementation and ongoing compliance with the aforementioned arrangements and controls. AREA/LOCATIONPERSON RESPONSIBLE1.2.3.4.5.6.   DEPARTMENT SAFETY STATEMENT DOCUMENT NO.2: Requirements for the Control of Hazards and Risks SECTION 18.17. 0 - Bullying and Intimidation in the Workplace Rev.3 PAGE 3  PAGE 1 of  NUMPAGES 2 Common\Doc2\Sect17 DOCUMENT NO.2: Requirements for the Control of Hazards and Risks SECTION 18.17. 0 - Bullying and Intimidation in the Workplace (Cont.) 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